Start-Up Recruitment – What’s the best strategy to take?

Recruiting your first employees as a brand new company can be a risky business. After all, the biggest mistake a start-up can make is to overreach itself and try to grow too fast. So, what approach should you be taking to start-up recruitment – slow and cautious, or ambitious and brave? Here are some useful tips to help you develop a plan 429 that suits your new company:

Our top Start-Up Recruitment Tips

Work Harder to Sell Your Company

Talented individuals 429 working for established companies may be wary of joining a brand new, untested start-up. Who can tell, at this early stage, whether or not, your new business will stand the test of time?

Of course, having the right people on board will significantly improve your chances of success. This is why it’s so important to establish trust during the recruitment process. Having a persuasive company story is essential. You need to persuade them that joining your team is not a gamble. Rather, it should convince them that they are making a sound decision that will pay off.

Be Proactive, not Reactive

A common mistake made by start-ups in recruitment is that they can make poor hiring decisions in a panic 429. This happens when a business takes off unexpectedly and they simply need ‘help’. However, hiring someone without the skills to take your business forward can be a costly mistake in the long run 429. This is why it pays to plan ahead. Your business plan should anticipate growth and focus on hiring people with the right skills and at the right level.

Be Passionate and Hire Passionate People

In a crowded market 429, the only way for new firms to attract the brightest talent is to have a differentiator. Don’t rely on gimmicks such as whacky dress codes or a funky, break out area.

The best way to attract like-minded individuals is to be demonstrably passionate about what you do. In fact, this is essential for your business to succeed at all. When looking for the perfect person to join your team, put passion at the very top of the ‘essential’ list.

Flexibility is Key

Roles, responsibilities and requirements change all the time in a rapidly growing start-up. So the key to successful recruitment is anticipating change and having the flexibility to adapt. You may not be able to predict exactly what you may need in a year’s time. Therefore, candidates will need to demonstrate that they can adapt and develop in the same way as the business.

Know Where to Look

To attract candidates who will fit well with the ethos of your business, find out where they hang out online. For example, social networks like Twitter and professional networking sites like LinkedIn. You may even want to explore existing relationships with prospective employees.

Networking and making contacts at exhibitions and industry events can be invaluable. Establish a strong presence in these areas and you’ll soon catch their attention.

Recognise Your Strengths

A new start-up business is often only made up of a few key people. Anyone you bring into the business is likely to affect the dynamics of your team. It’s important, therefore, to recognise your strengths. If recruitment is not one of them, it’s worth having a conversation with an experienced professional who understands the local landscape.

Look for a recruiter who can demonstrate their experience working with organisations of all sizes. A reputable recruitment firm should be able to demonstrate experience working with a range of clients 429. Large multi-national corporations all started life as innovative start-ups like yours. Just because your business is starting out small, you will no doubt have ambitious plans to grow in future.

If you would like to discuss your plans, don’t hesitate to contact our recruitment team. We are here to find the perfect candidates to drive your new business forward. Our experience of the market can make your first recruitment process as smooth as possible.